1. Where Are You and Why Are You There?
How to get promoted? First you will need to have a reference point. Ask yourself, where are you now? And why are you there? Is there any key strength that has brought you where you are now that you can continue to leverage for the next promotion?
Are there any weaknesses that you really need to correct before the next promotion is possible? These questions, while simple are strategic. It allows you to check your strengths and weaknesses. It forces you to access what has worked and what will work to get you promoted.
2. Where Do You Want To Be and How Do You Get There?
You obviously need to have an objective and a plan. Just saying that you want to get promoted is not enough. You need to be clear on your next position. Is it a promotion to a different department or a different branch? Write this down.
Now that you have written this down, how do you plan to get that promotion? Develop a plan for to achieve that objective. If you are lucky, you can even work this out with your immediate boss. Most bosses do not promise that promotion at such discussions but at the very least you get an idea of what are the expectations.
3. Put Pride, Passion and Belief In Everything You Do
People who get promoted are those that have a sense of pride in their work. And they take pride in their work. They are driven by genuine enthusiasm and desire to do their best no matter how small the job.
They believe in themselves and they believe in the bigger goals of their unit or department and company. How to get promoted? Ask yourself; do you conduct yourself with pride, passion and belief?
4. Back it Up with Skills/Knowledge, Direction and Action
Having pride, passion and belief is only part of how to get promoted. It must be backed up skills and knowledge. That means having the necessary skills and knowledge to do a superb job. Having a direction is important to guide that energy generated by your passion. Otherwise, effort is wasted. Without action which is the actual completion of the task, all else is academic. You will be judged by what you do, not what you say you will/can do.
5. See Challenges as Opportunities
Another obvious tip on how to get promoted is to see challenges as opportunities. Very often I see young executives being thrown challenging assignments, which they choose to see as an additional chore.
If you want to be promoted, look at challenges as opportunities to shine. Do not complain about hard work, how hard you worked or if your assignment is tougher than your colleagues’. Trust me, no one wants to know how hard you work. In everyone’s mind, their own work is the hardest.
6. What Is Your Part?
Know your part and play it completely.. What is your role? Are you an implementer? Or are you a leader? Know exactly what you need to do in order for your unit to achieve its goals. Knowing your part means being a team player. No one can succeed without help from others. We all need the support of colleagues. When the team succeeds, you succeed too.
7. Do Your Best NOW
I consider this as one of the most important tip on how to get promoted. Do your best NOW. Today. This week’s tasks and projects. Do not bask in the glory of your previous work. That is gone. In all likelihood, no one else cares about it especially your bosses.
Do not think too much about future projects that are not implemented yet. That is in the future. It is not here yet. Focus on doing your very best- NOW. It determines how you are being judged. When you reflect too much on the past and think too much about the future, you forget to focus on the NOW.
8. Do More Than Necessary!
If you want to know how to get promoted, do more than is necessary or required! That means volunteering for work and taking the initiative to make a job better. It also means not sitting around waiting for work to come to you.
Bosses like people who can help them solve problems. Even if the problem is not yours, but if you feel you can be of help and have the expertise to solve it, then volunteer to help. You become the competitive advantage when you do that. And bosses like people who give their unit an advantage over the others. Helping your team stay ahead is then helping you stay ahead too.
9. Do Work from The Next Level Up
If you continue doing work for your current position then you truly deserve your current position. People who know how to get promoted know that if you want the position next level up, you start doing some of those work from that level now. If you are a senior executive now, do some work that is only expected of an assistant manager (assuming that is the next level up). This allows you to demonstrate that you are capable of that position already.
Author- Mike Frazier
Is that helping you on your quest of who you want to become? Or is it simply about meeting your deadlines and commitments and making "quota"?
Why don't you browse through your planner, phone or day timer device and note how many times you recorded the word "think" or "read". My guess is probably none.
Next question: How important is thinking and reading to your success? Let me answer that rhetorical question for you; 100%.
Fatal question: How many entries did you have for think and read in your 2017 calendar? Answer: None or not enough.
Want to know why your New Year's resolutions fade to dust? Because you have not set aside the time for personal achievement.
So, here's what to do, and it has nothing to do with the way you've been doing it.
1. Start with the big things. Who do you want to become? What are you trying to achieve? The answer to those two questions will set the stage for your actions.
2. Start at the beginning. Before you can take an action, you have to have a philosophy and an attitude. It took me 10 years to develop what I consider to be a philosophy that I can "live". You don't have a philosophy, you live a philosophy. Attitude took longer.That's taken me many more years but only because I work at it everyday. Whatever success you are trying to achieve, attitude will be at the fulcrum point of it. Whatever failure you encounter along the way, attitude will help you emerge from it with the proper frame of mind.
3. Think more and read more. Why is it that the things you put off due to "lack of time" are the very ones that will create time?
4. Find one good mentor this year and begin building a relationship with him or her. You have heard the statement, "don't reinvent the wheel." So why do you continue to try? Find someone successful, wise and willing. Figure out a way to build a friendship without asking for a handout. HINT: "Will you be my mentor?" is asking for a handout.
I have issued you the challenge.
I have asked you the hard questions.
I have given you the answers.
All you have to do is take the actions. Come on -- it's a new year. Turn over a new leaf. One that leads to your oak tree -- not someone else's.
Has it ever occurred to you how much you are saying to people even when you are not speaking? Unless you are a master of disguise, you are constantly sending messages about your true thoughts and feelings whether you are using words or not.
Studies show that your words account for only 7% of the messages you convey. The remaining 93% is non-verbal. 55% of communication is based on what people see and the other 38% is transmitted through tone of voice. So think about it… In the business setting, people can see what you are not saying. If your body language doesn't match your words, you are wasting your time.
Eye contact is the most obvious way you communicate. When you are looking at the other person, you show interest. When you fail to make eye contact, you give the impression that the other person is of no importance. Maintain eye contact about 60% of the time in order to look interested, but not aggressive.
Facial expression is another form of non-verbal communication. A smile sends a positive message and is appropriate in all but a life and death situation. Smiling adds warmth and an aura of confidence. Others will be more receptive if you remember to check your expression.
Your mouth gives clues, too, and not just when you are speaking. Mouth movements, such as pursing your lips or twisting them to one side, can indicate that you are thinking about what you are hearing or that you are holding something back.
The position of your head speaks to people. Keeping your head straight, which is not the same as keeping your head on straight, will make you appear self-assured and authoritative. People will take you seriously. Tilt your head to one side if you want to come across as friendly and open.
How receptive you are is suggested by where you place your arms. Arms crossed or folded over your chest say that you have shut other people out and have no interest in them or what they are saying. This position can also say, "I don't agree with you." You might just be cold, but unless you shiver at the same time, the person in front of you may get the wrong message.
How you use your arms can help or hurt your image as well. Waving them about may show enthusiasm to some, but others see this gesture as one of uncertainty and immaturity. The best place for your arms is by your side. You will look confident and relaxed. If this is hard for you, do what you always do when you want to get better at something - practice. After a while, it will feel natural.
The angle of your body gives an indication to others about what's going through your head. Leaning in says, "Tell me more." Leaning away signals you've heard enough. Adding a nod of your head is another way to affirm that you are listening.
Posture is just as important as your grandmother always said it was. Sit or stand erect if you want to be seen as alert and enthusiastic. When you slump in your chair or lean on the wall, you look tired. No one wants to do business with someone who has no energy.
Control your hands by paying attention to where they are. In the business world, particularly when you deal with people from other cultures, your hands need to be seen. That would mean you should keep them out of your pockets and you should resist the urge to put them under the table or behind your back. Having your hands anywhere above the neck, fidgeting with your hair or rubbing your face, is unprofessional.
Legs talk, too. A lot of movement indicates nervousness. How and where you cross them tells others how you feel. The preferred positions for the polished professional are feet flat on the floor or legs crossed at the ankles. The least professional and most offensive position is resting one leg or ankle on top of your other knee. Some people call this the "Figure Four." It can make you look arrogant.
It's time to forget about the reasons and excuses that have prevented you from attaining top production.
It's time to forget about staying in your "comfort zone" which may not be effective in the current job market.
It's time to forget about being hesitant to change because if you don't, your competition will run over you.
It's time to forget about thinking you have all the answers because new methods and ideas will make you more money.
Client changes, technology changes, social media changes, economic conditions change and so do YOU!
The definition of insanity is "doing things the SAME way and expecting different results!" Take a minute to look at your income for 2016 and your year to date income right now. You only need to answer one question...is there room for improvement?
If the answer is YES, that proves you need to take yourself off automatic pilot and implement subtle changes that will increase your production and income.
Now you need to answer the most difficult question - what changes should you implement? It can be next to impossible to identify areas you should change when you are in the midst of working your desk.
Most successful people have made a lifetime commitment to learning and identify coaches and mentors who can help them achieve more.
Who is your greatest cheerleader?
Who is the person who challenges you to accomplish more?
Who is the person you respect as a coach or mentor?
In order to take advantage of the upswing that will exist for the next few years, you need to set aside time for learning.
When is the last time you READ A BOOK (profession specific or business specific)?
STOP PROCRASTINATING! INVEST A LITTLE IN YOURSELF TO REAP THE REWARDS OF A BETTER LIFE!
THE WORD - AFTER IT'S SAID
Most sales people are great "talkers" and don't focus enough on improving effective listening skills. How often have you said something to a client or candidate that you'd like to take back?
Are you making WWD (what we do) presentations or do your conversations focus on what's most important to the other person? People would rather talk about themselves than anything you're trying to sell to them. It is difficult to realize that your customers and clients don't really care about our opinion. They only care about theirs. That is why it's so important to always focus on the benefits your customers and clients will enjoy as a result of having you represent them.
It's especially important to be aware of what you say when problems occur. This is when you have to be at your best. It's important to develop an outside/in attitude always seeing your services through the eyes of your customers and clients. When you develop this attitude, you won’t have to "recover" your words!
THE OCCASION - AFTER IT'S MISSED
We are in a new decade, a new market and a different economy. You have "occasions" every day to attract and land your best client. Each day, you are capable of changing someone's life for the better! If you don't arrive at work each day with high expectations of yourself, opportunities will go to your co-workers or competitors. Life is too short to miss out on taking advantage of all opportunities and occasions that present themselves.
THE TIME - AFTER IT'S GONE
This is not 1999 and you don't want to waste one minute focused on previous years. Focus on today and tomorrow and see the endless opportunities at your fingertips. If you want a Record Year, know your numbers and commit to hit the goals you set. If you have not attained your goals in January and February, figure out the difference and add it to the next ten months. You don't want to give up your dreams and goals before the end of the first quarter.
You don't want 2017 to be a "woulda, coulda and shoulda" year. Let's make 2017 the year that you commit to the level of results you need each day, to consistently hit your production and income goals.
THE STONE - AFTER IT'S THROWN
No matter what industry you are in, you are in a great profession. It is important that you remain positive when discussing your competitors. Negative remarks affect the opinion of your entire profession. If you get an opportunity to promote your profession by writing an article, speaking at an event or being interviewed about the benefits of utilizing your firm... accept the opportunity.
You change people's lives every day and it's time this message gets out to all your clients and customers.
It's so easy right now to be overwhelmed by the demands of Christmas! Some of the demands on your time could include shopping, cooking, traveling, decorating, wrapping, writing, shipping and socializing.
Today, I'd like to suggest that you to spend some time with a child, any child and see the Holiday through their eyes for just 15 minutes.
Take a moment to think of the people who have "touched your life." Think of someone whom might be alone this Holiday Season. There are no greater gifts than friendship and love.
It's important to spend time with family and friends...
It's important to enjoy the sounds, sights and smells of the Holiday Season... It's important to "give" to others, realizing the best gift is the gift of "your time!"...
This year has NOT been EASY and you DESERVE to carve some time out just to enjoy yourself.
Now to quote Dr. Seuss... "And the Grinch, with his Grinch-feet ice cold in the snow, stood puzzling and puzzling, how could it be so? It came without ribbons. It came without tags. It came without packages, boxes or bags. And he puzzled and puzzled 'till his puzzler was sore. Then the Grinch thought of something he hadn't before. What if Christmas, he thought, doesn't come from a store? What if Christmas, perhaps, means a little bit more?"
If you don't have the funds to spend this Holiday Season, REMEMBER- even the GRINCH realized it's not about the presents, ribbons and bags - it's about celebrating the Holiday and sharing your "time" with the people you care about!
To your continued success, in this year and beyond -
You can have the greatest attitude, a strong telephone presence, and the skills. But if you lack strong work habits, you are destined to failure.
Work habits are comprised of the following seven components:
First, the Plan
The plan is how you are budgeting your time. Your time is fixed and limited and deserves to be allocated in blocks of time. Think of your day starting at 4 pm. You spend the time late in the afternoon divvying up the hours of the next day into segments where each hourly focus is fixated, with laser-beam intensity, on one type of activity. If you spend the block of time on one type of activity (such as only sales calls from 9 to 11, or only qualifying calls from 11 to 12) then you synergize your efforts and increase your effectiveness.
Second, the Goals
Start each day by finding the answer to this question: What are the two or three things that I need to accomplish today in order to consider it a successful day? Write them down. Congratulations, champ. Statistically, you have just tripled the odds of your achieving those goals because you invested seven seconds in scribbling them on a sheet of paper..
Third, the "Start" Intensity
How soon do you start your day? Do you tackle the morning or do you let the next day sort of ooze into existence? The way you perform all day depends upon how you start it. Be aggressive in the start time and you'll see a significant improvement in your end time. And if you start doing administrative items instead of making phone calls, then you never seem to get around to making phone calls. How you start your day is the way you'll end up finishing it.
Fourth, the Execution
Most of us are successful in spite of ourselves, not because of ourselves. You can always get better. You can always improve how you do what you are supposed to do. The energy of your execution, doing what it is you are supposed to do the way you are supposed to do it, should always be an increasing challenge for you. This will keep you from getting burned out, washed up, and overall tired of the business. If you ever feel this way, then start seeing how much more you can get done in a day.
Fifth, the Hour-by-Hour Focus
Each day should have an hour-by-hour focus.
Sixth, the Distancing of Distractions
The biggest distraction that an employee used to have was the co-worker. Now it's email. Think about it: normally you'll check your emails in between phone calls and think that you might as well respond to them because they might be urgent. It'll just take a few seconds, you tell yourself. Forty minutes later, you have carefully crafted only two responses and lost all track of time and have screwed up your plan. 'Rapture of the Email' will keep you out of focus and out of balance when it comes to getting things done. Schedule time in your day to check your Email, to make your personal calls, and to chat with your friends in the office. By distancing the distractions during your precious prime time, you'll have more energy and more concentration on the task at hand.
Seventh, Continuous Observation
During the day and throughout the day, ask yourself this question:"What is the best use of my time, right now?" Continuously observe how you are spending your day and question the best use of it. By doing this, you will always bring yourself back in alignment with doing those things that need to get done and not those things that distract you and keep you away from you achieving all that you truly deserve to achieve.
Your organization's initial hires can define your success- and your potential failure. Select Wisely. Peak's SOAR menu of solutions help you make intelligent and informed decisions, advance key players, build and most importantly sustain your workforce of tomorrow. Get your corporate culture set first, fast and moving towards results. Focus on Right Fit Talent-Right Now.
Maybe the TALENT you require just isn't in their wheelhouse.
Your organization utilizes a staffing vendor for your manufacturing facility and they do an outstanding job providing the unskilled and semi-skilled labor you require. The relationship is solid and they have become a trusted adviser for your temporary and temporary to hire labor requirements.
You are so dedicated to your staffing vendor that all other workforce organizations are given the cold shoulder when they come calling for your business; you remain loyal and entertain no other. Why rock the boat? Why risk the relationship and the success you enjoy to save a few pennies on the dollar?
We respect loyalty, but that very loyalty may soon test your relationship.
A position opens up inside your organization for an accountant and you naturally turn to your staffing supplier with the opportunity to assist in the acquisition. They eagerly accept.
You wait. And you wait some more. There's been no movement after a week, so you call your favorite staffing representative and inquire. Seems they had but one accountant in their database- and she's gainfully employed now-so they've began advertising for the talent, and assure you their recruiting efforts will turn up the perfect candidate. Chances are they won't.
It won't be because they didn't try or that your business doesn't matter to them (of course it does!) In a momentary lapse of business judgement, they neglected to inform you that your current talent need is not in their wheelhouse of expertise. In their zeal to keep you happy, Mr. Big Client, they omitted one big fact: this new search assignment may very well push their range of professional staffing capabilities and potentially be out of their wheelhouse entirely based upon the training, experience, and candidate insight of those recruiters who comprise their staffing agency. In a nutshell- it's not something they would highlight on their corporate resume.
Your vendor is a temporary industrial supplier by choice and trade- in fact, over 90% of their clientele are industrial in nature. They are well known for their industrial staffing prowess and practically own the local industrial/manufacturing marketplace. Therein lies the real issue- to successfully meet the demands of the 90% plus of their clientele who demand their industrial/manufacturing labor needs be met-sometimes with little or no notice- they spend 99% of their time interviewing legions of industrial candidates required to meet those very demands. The overwhelming majority of their advertising dollars are directed towards driving industrial candidates to their door. And it works. Unskilled labor candidates pour in, consuming their time and energy. All to maintain VOLUME accounts. They have no choice- industrial and manufacturing is their bread and butter.
Due to the specific workforce demands of their clientele, your staffing partner is limited in the type of talent and skill-sets they are exposed to. Since they rarely advertise job openings outside the industrial/manufacturing discipline, they have failed to establish themselves as anything other than just that; an industrial temp supplier. As a by-product, they have succeeded in eliminating themselves as a viable employer of choice outside those fields. Job and Career candidates in search of opportunities by-pass your partner or never consider them when aligning their search to their employment goals. This equals limited/zero qualified candidate availability and extended/dead search TIME. Time you really don't have.
Suggestion: Keep your industrial staffing vendor in place and show them the gratitude they deserve. To capably handle staffing at their level is an art. Trust the remainder of your talent requirements to a workforce provider who maintains a proven track record of engaging, acquiring and placing the talent outside your industrial partner's wheelhouse. It may just very well preserve the great relationship you share with your unskilled labor vendor and even better, save you time, profit and sanity.
"Now that the power shifted, candidates who only a short time ago would easily tolerate slow hiring, no feedback and hiring manager arrogance will simply now drop out of the hiring process or gladly accept an offer from another firm." Dr. John Sullivan
Are you aging wine or acquiring talent?
In the new 'War For Talent' old school hiring methods continue to wreak havoc on business. By: Mike Frazier
Old school is my favorite school- and 'there's no school like old school' is one of my favorite quotes.... I still train Peak staff on the way I had to do my job to get here, but remain very aware that the way we've always done it doesn't necessarily jive with today's economic and workforce demands. I teach core, address the here and now and drill for the future.
I've added my own twist to that old school statement: 'There's old school and then there's old fool.' There's a big difference between the two attitudes and the latter is stalling business growth by driving the best candidates away. To remain the captive of antiquated hiring practices that slow acquisition of the best and brightest is just foolish.
Today I overheard yet another high caliber candidate turn down a career offer with a prestigious local manufacturer. I bear witness to this scenario multiple times each week. The candidate accepted an offer from another organization that made acquiring her talents a priority.
Why did this happen? The candidate exercised her options- and my client made themselves the least desirable of those options by refusing to budge off business as usual. No matter how hard we advised them to move on their #1 choice-as she continued to interview- they remained blazingly slow and painfully methodical. I like slow and methodical if you're talking small batch bourbon, but it can create a nightmare for you in today's tight talent marketplace. If you truly need talent. If you need to scale. If you're serious. You hustle. You move. You make a decision. Acquiring talent should be a top priority not a bloated process.
A recent Dice-DFH duration index report provides one statistic that immediately stands out:
This year, businesses will take approximately 22.5 days to fill a job - six days longer than the reported time-to-fill at the end of the recession - the highest its been since 2009.
The all too common scenario:
Your organization needed that (fill in blank here) proficient talent in your building YESTERDAY. All other traditional recruiting methods have failed.
FACT: Your ideal candidate is more than likely gainfully employed. (I've got news for you- they're certainly not dropping off trees like crabapples) and is considered a 'passive candidate' -elusive, yet looking to obtain a better opportunity. Happy where she is-but career and life demands have awoken her spirit to achieve more. And you identified her as a potential only after the 100th resume you perused. You connect via email. The face to face is now a solid GO.
She takes off work on a Monday so you and part of your team can meet with her (sorry, our Director is in upper Georgia tantalizing trout.) First interview went great! So------how about a 2nd interview? Of course, on a Monday (if she can't make it, she's not serious- riiiiiiiiiight?) She makes it and Earl is back (less the trout.) The 2nd interview goes swimmingly well. Pun intended.
'Well..now wait a minute!', you interject after the 2nd interview in the 3rd week after identification of the talent that would securely fill the position you required filled two months ago, 'I think we should have her come to a larger panel interview next week and see if she makes it past Julie. She's a bear.' You ruminate on past hiring mistakes, so slow and steady infiltrate your grey matter. You drop back into your comfort zone and adopt a pace that would make even Slow Poke Rodriguez antsy.
3rd interview? Julie buys her a pack of crackers out of the vending machine and they exchange care bear collection stories. 'Talent!', you say with a wide toothy grin- we will have you an offer in writing by this Friday. Clasping of hands and hearty chuckles fill the corridor. You can relax now-talk trout with Earl and check your Facebook page.
Friday passes. Your competition doesn't. Monday rolls around and you're out one hell of an employee. Why? Because by the time you and your team get around to making the offer ('sorry, Julie wasn't here because she got stuck Friday handling a toaster misfire at home)- your competition, who were intelligently operating under Official Talent Scarcity Rules, moved to rapidly secure the talent made available through your unnecessarily protracted process. They have adapted to new talent acquisition protocols and dared to....GASP!....move to action. Your deceleration allowed them to pass you as if you were standing still. This is common- too many are secure in the processes of yesterday and convinced candidates can be put on hold as long as necessary.
You start over. No closer to the talent you so desperately needed- now almost 3 months later. What will you do? You should realize there is a serious talent shortage at many levels and adapt your hiring and onboarding methods to ensure your talent acquisition goals are met and work diligently to develop a talent pipeline to ensure your organization's workforce demands stay met..
Will you cling to a system that clearly doesn't work? 'It's the way we've always done it!', you may explain. 'It's part of our Standard Operating Procedure. REALITY CHECK: SOP means nothing when candidates have OPTIONS.
As Dr. Sullivan so eloquently sums it up:
After numerous years of operating in an employer-driven market where numerous candidates applied, few dropped out during the hiring process, and almost no one rejected your offers, hiring managers and recruiters are in for a shock. The shock will come because my research indicates that most recruiting leaders and almost all hiring managers are not yet aware that the market has shifted. Not being aware of the shift will mean a lot of frustration among recruiters and recruiting leaders when they realize that their recruiting processes are suddenly ineffective. Beyond the frustration, failing to adapt in time will unfortunately cost their corporations millions of dollars unnecessarily as a result of the large number of lost or weak hires.
Slow and steady will not win this race. Strategy and Action will. We're armed for the new War on Talent.
Six Factors That Caused the Power to Shift to Candidates By Dr. John Sullivan
If you were a recruiter during 1999, you already experienced the last quantum shift in power to the candidate, which occurred during what was known as “The War for Talent.” If you’re curious as to why the power shifts to the candidate, here are the major factors that can cause this shift to occur.
The shift occurs when:
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